Area Manager - New Grad
Job description
About the role
Recent graduates step into a people-leader position at a major fulfillment center. New managers guide teams and processes while building leadership capabilities in a fast, hands-on setting. The role is fully onsite in Phillipsburg, NJ.
Most organizations organize this kind of work into small teams with a clear owner for each project. People are expected to set priorities, share progress, and ask for help early. Written communication matters because decisions are often recorded and revisited. Successful professionals in any field share a few habits: they take notes, keep commitments, and communicate in writing. Teams value people who make their work easy to review and build on.
Key facts
What you'll do
A team of 30-100 associates develops under structured training and site leadership support.
Policies are communicated clearly, and information flows through you to ensure team compliance and consistency while corrective actions are taken when necessary.
Recognition programs are created, managed, and supported across your department to motivate associates.
Troubleshooting is facilitated with cross-functional partners to address fulfillment-related problems.
Gaps in inventory accuracy are measured, root causes are identified, and resolutions are implemented.
Learning from operations is tracked, and best practices are documented for contribution to Standard Operating Procedures.
Systemic problems are prioritized for resolution in collaboration with Growth and Engineering teams.
Requirements
A bachelor's degree must be completed within the last 12 months or is expected within the next few months.
Demonstrated leadership experience from campus organizations, athletics, ROTC/military, student government, internships, or part-time or summer jobs is required, with formal people-management not mandatory.
Strong problem-solving skills are necessary to learn new processes quickly in a fast-paced, sometimes ambiguous environment.
Comfort with Google Sheets/Excel is required for strong computer literacy.
Clear, confident written and verbal communication skills must be demonstrated.
A collaborative, personable approach with a strong affinity for cross-functional work is required.
Detail orientation is essential, with an understanding of the complexity behind consistent daily operations.
Willingness and ability to work any permanent shift, including overnights, holidays, and weekend overlap, are required.
The ability to lift up to 49 pounds with or without reasonable accommodation is required.
Frequent pushing, pulling, squatting, bending, and reaching must be possible, along with standing or walking for up to 10-12 hours.
The ability to work in an environment where noise levels and temperature vary (60-90°F, occasionally higher) is required.
Working on a secure mezzanine at a height of up to 40 feet is required where mezzanines exist.
Nice to have
Coursework, internships, or part-time experience in warehousing, fulfillment, supply chain, or logistics is valued.
Exposure to SQL or other reporting/data tools is considered an advantage.
Experience collaborating with external partners or vendors is preferred.
Practical notes
Typical interview steps
Interviews in this field typically test judgment, communication, and fit as much as technical skill. Be ready to describe a challenge you faced, what you did, and what you learned. Most companies value honest answers over polished ones. Whatever the role, preparation is visible. Reviewing the company's product, the job description, and your own past work before the conversation is the strongest step.
Career growth
Career growth comes from taking on harder problems and making your work visible. Look for opportunities to own outcomes, mentor others, and learn the business beyond your team. Growth in any career comes from scope, results, and reputation. Take on work that is slightly uncomfortable, and make sure others can see the outcomes.
Questions to ask
Worth asking in any interview: how the team measures success, who the role works with daily, what the onboarding looks like, and what the company is trying to achieve this year. Asking what past hires did well is a strong final question. Keep the list short and pick the questions that matter most to you.